Friday, May 24, 2013

High participation rates enable the organisation to view
themes across groups of employees. The more interviews, the more solutions
become obvious!

Here are suggestions to increase participation:

·Rename the exit interview the
‘employment study’ to remove it from the sometimes negative connotations
attached to exit interviews

·Extend the period for interview up to
three months past the employee’s final employment date

·Ensure managers or HR maintain up to
date contact details in order to conduct interviews post-employment

·Guarantee confidentiality. No
individual’s feedback is provided to a manager unless requested by the
employee. Managers can only access aggregated data

·Send a reminder email to the employee
before departure to encourage their participation in the study after they leave

·Provide a letter to employees before
they depart that explains that they will be contacted for inclusion in an employment
study

·Send out general reminders on a regular
basis to managers reminding them about the value of understanding improvements
through employee participation in the interview

·Communicate the new process to all
staff. Ask senior management to publicly support the new approach using
existing communication systems such as all-staff emails, employee newsletter or
staff meetings